When female students are reminded of successful role models whom they deem deserving of their success, they feel less pressure to represent their group through performance on a test.

When an organization is failing, Black women leaders are evaluated more negatively than Black men, white women or white men.

Adding an interpersonal dialogue group to economic empowerment programming in Côte d’Ivoire reduced the occurrence of intimate partner violence, economic abuse, and acceptance of wife beating.

Setting politically correct norms helps promote the free expression of ideas in mixed-sex work groups by reducing anxiety about sharing potentially offensive ideas.

While gender stereotypes encourage more men to pursue entrepreneurship than women, explicitly stating that there is a stereotype can actually help nullify it.

Stereotype threat affects women, but not men, resulting in their underperformance on counter-stereotypical tasks like math.

When exposed to information about the positive effects of formal childcare, women with more education were more likely to stay in the labor force and use daycare, while women with less education actually decreased their willingness to stay in the labor force.

Formalized workplace sponsorship programs benefit men far more than women, but harnessing the positive impact of sponsors’ confidence in female protégés’ abilities could help close gender gaps.

Gender gaps are more likely to emerge in negotiations when there is a lack of clarity about compensation or price standards.

Both male and female employers are less likely to hire women for arithmetic tasks, even though both genders perform equally well.  This gap persists even when employers receive information about the candidate’s past performance.